Conflict Management Styles in Companies

Benchmark – Conflict
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Conflict Summary
I recently read an article published in the New York Times Magazine titled Is it ok for my boss to use fake identity with customers? The article was published on 19 October 27, 2021. An anonymous person sought advice from workplace ethics columnist Kwame Anthony Appiah. In the article, the anonymous person who needed help argues that the boss, the founder of the technology company the complainant works for, talks directly to the customers but uses a fake identity. She does that even in the presence of the other employees junior to her (Appiah, 2021). The complainant thought that was not professional. I decided to share the issue with my friend to know his thoughts. However, the argument turned destructive when we could not argue civilly. I am a communication and media student, and I thought I knew more about organizational communication. My friend is a management student who thought he had first-hand knowledge about bosses' behavior. This led to an argument that lasted more than thirty minutes, with non of us backing down.
My friend who pursues management argued that it is good because it shows a sign of humility. According to him, the boss should humble herself to the level of other employees to keep the image of the company good. My friend fiercely defended his position claiming that I did not know much about organizational management because my course is not associated with management. I politely opposed his argument. I argued that it was unethical to use a fake identity because it amounts to dishonesty. This behavior may damage the organization's reputation if customers learn the truth (Ayub et al., 2017). The employees may also adopt the behavior risking the company's progress. Therefore, the discussion had turned destructive, threatening our friendship.
I used collaborating and accommodating conflict management styles to solve the conflict. My friend could not relax his argument. He firmly held that it was ethical for the boss to use fake identities when dealing with clients. I suggested that we research the same to see what researchers found, but he did accept, arguing that they recently tackled that topic with his professor, meaning that he had fresh knowledge of the issue. I decided to drop the idea of further research to agree on a mutual point because my friend was not backing down on his point. My next option was to accommodate his argument to evade the conflict. I told him that he had a great point and was mistaken because I had not studied organizational management in detail.
Informal interview
I interviewed my brother and my closest friend for this assignment. Both had a similar perception of my conflict management styles. My brother thinks that I am selfish and most of the things I do are for my advantage. He says that I care more about my ego that I rarely agree to lose a conflict. He also thinks that I attend to other people's issues after I satisfy my needs. According to my brother, my greatest weakness is that I easily give in to a conflict, especially when it is not weighty, and the outcomes may not affect how much I am. The friend I interviewed does not know my brother, but he gave a...